Military Leave
If employees are called into active military service or enlist in the uniformed services, they will be eligible to receive an unpaid military leave of absence. To be eligible for military leave, employees must provide advance notice of service obligations, unless they are prevented from providing such notice by military necessity, or it is otherwise impossible or unreasonable to provide such notice. Provided the absence does not exceed applicable statutory limitations, employees will retain reemployment rights and accrue seniority and benefits in accordance with applicable laws. Employees should contact the Office of Human Resources Management at 718-817-4930 or via email at [email protected] for further information about eligibility for Military Leave.
If employees are required to attend yearly Reserves or National Guard duty, they can apply for an unpaid military leave of absence not to exceed the number of days allowed by law (including travel). They should provide management with as much advance notice of their need for military leave as possible so that Fordham University can maintain proper coverage while employees are away.
Additionally, the Civilian Reservist Emergency Workforce (CREW) Act, provides full-time reservists of the Federal Emergency Management Agency (FEMA) with the same rights and protections provided to employees on a military leave who are deployed to disasters, emergencies, or critical trainings on behalf of FEMA. It provides protection from discrimination, penalization, or loss of employee benefits because of their deployment.
| Employee Classification | Fordham Paid (Income Replacement) | Statutory (Income Replacement) | Leave Benefits |
|---|---|---|---|
| Faculty and Full-Time SEIU Faculty | Salary Continuation pursuant to the University Statutes. | Eligible for NY Paid Family Leave (67% of an employee's average weekly wage, capped at $1,177.32). | Up to twelve (12) weeks of leave within a consecutive 52-week period. The 12-month period is a rolling 12-month period, measured backward from the date an employee uses any leave under this policy. Vacation or sick time cannot be used to supplement the NYPFL benefit. |
| Administrators | May use accrued sick and vacation time. | ||
| Clerical | May use accrued sick and vacation time. | ||
| Maintenance | May use accrued sick and vacation time. | ||
| Part-time SEIU | Must use accrued sick time. | ||
| Graduate Student Workers (CWA) | Must use accrued sick time. | ||
| Other Part-Time Employees | Must use accrued sick time. | ||
| Resident Assistants | Must use accrued sick time and must receive approval from the Dean or designee before a leave of absence. |